HR Site Generalist

Position : HR Site Nexans Offida

Organization

• Function : HR
• Country : Italy
• Location : position on Offida
• Supervisor : HR BU and Plant Manager

Context :

• Sizing & implementing the right workforce & organization
• Developing the management teams
• Ensuring the engagement of all employees on Site
• His/her mission is to design and implement the site HR Strategy, aligned with the BG&BU strategic roadmap, and contributing to the business objectives.
• The HR Manager is involved in the Business where he/she works closely with the Plant Manager and his/her management team to achieve the objectives of the site(s) in
  • controlling the cost of employment
  • developing the local management and supervisory teams
  • fostering the engagement of all employees
  • ensuring labor relations compliance.

Purpose (Sum up the position using one or two sentences)

The Site HR Manager is responsible for deploying and coordinating the Site HR roadmap (Social transformation, employee engagement, skills management, recruitment, training,…), the Group policies and programs (Compensation & Benefits, Talent, diversity, NRP, …) at site level, in line with Nexans HR and business strategy. He/she advises and supports managers on all people related matters. He/she supports the Site Manager in bringing his/her expertise, co-leads the change.

Areas of responsibility (Use active verbs to define areas of responsibility and especially the weight of each responsibility : "Manage", "Support", "Participate"; "Is responsible for", "Is in charge of", "Promote", "Contribute" etc.)

Business and HR transformation :

• Contributes to business strategy of the site (strategic plan, SWOT…).
• Translates and coordinates 3-5 years Site HR vision.
• Develops, coordinates, implements and ensures annual Site HR roadmap.
• Communicates and leads the change management's actions to support the Site Vision.
• Follows the HR KPI (Absenteeism, Overtime, Total Cost of Employment….) and ensure the right level of performance.
• Coordinates people matters during business transformation (financial, organizational, social and legal, people impact analysis), defines actions plan and acts as a facilitator (communication…).

Staffing

• Launch the required Staffing
• Coordinates validation of open position requests.
• Leads the interview process, supports site managers in the final selection.
• Negotiates pay packages with candidates.
• Prepares and deploys the induction program

Training & Performance

• Supports and drives processes regarding leadership/career management/knowledge management
• and learning and development.
• Manages the competencies/skills gap analysis for the site and leads the corrective actions.
• According the BG/BU Strategy & the Site Vision, defines the guidelines for learning & development
• actions (coaching, mentoring, training, e-learning...).
• Supports sites managers in the performance process, ensures that all employees have a performance
• review and an appropriate development plan (in line with the gap analysis and business requirements). Follows their realization.

Work environment, social relations & employment engagement

• Follows the Health & Safety results and ensures the deployment of the right actions to improve it.
• Contributes with local management to labor relations approach.
• Ensures the compliance the social and legal rules.
• Is responsible for individual and collective bargaining.
• Is responsible for labor agreements negotiation, their communication and deployment.
• Performs complaint, discipline and conflict management.
• Acts as a relay and is responsible for internal communication with employees (Vision, Business events, Group programs & initiatives,…).
• Deploys the employee survey, analyses the results with the management committee, communicates the results and define the actions plan for the site.

Expected results (What is the expected contribution of the position? What are the main objectives and expected results linked to objectives?)

• RLTI numbers
• Absenteeism rate
• Total cost of employment
• Strike hours
• NLV survey results and actions plan

Position sizing (A few key indicators of the position such as: Turnover, Budget, Sales volume, number of N-1 etc.)

• Headcount of the site

Required skills and qualifications (Management and function competencies regarding available Nexans models, personal attributes, education, experience)

• 3-5 years' experience as HR Specialist/Manager in an industrial site
• Business oriented
• Negotiation skills
• Coaching skills
• Ability to assess/develop people
• Strong communication & animation capabilities
• Good listener, analyses mindset to translate a need in a solution